發(fā)布時(shí)間：2018-03-06 05:17

  本文選題：獨(dú)立學(xué)院　切入點(diǎn)：輔導(dǎo)員　出處：《南京農(nóng)業(yè)大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：獨(dú)立學(xué)院是我國在高等教育大眾化發(fā)展過程中,充分利用現(xiàn)有的和不斷擴(kuò)大的新的優(yōu)質(zhì)高等教育資源有效形式的一種全新的辦學(xué)模式,是高等教育發(fā)展模式的一項(xiàng)創(chuàng)舉。作為高校教師的一部分,獨(dú)立學(xué)院輔導(dǎo)員在學(xué)生成長成才的道路上起著非常重要的引領(lǐng)作用,但是由于種種原因,獨(dú)立學(xué)院的輔導(dǎo)員往往比同校教師或其他普通高校的輔導(dǎo)員擔(dān)負(fù)了更多的壓力與責(zé)任,付出與所得不成正比,亟待需要高效合理的激勵(lì)制度來加強(qiáng)隊(duì)伍建設(shè)。雖然S學(xué)院在完善輔導(dǎo)員激勵(lì)機(jī)制方面做過一些探索,但卻不成系統(tǒng),較為零散,已經(jīng)不能適應(yīng)學(xué)院現(xiàn)階段發(fā)展的需要,因此重新設(shè)計(jì)一套適合S獨(dú)立學(xué)院實(shí)際的輔導(dǎo)員激勵(lì)機(jī)制顯得尤為重要。 本文的主要章節(jié)分為緒論,相關(guān)概念界定和理論闡釋,獨(dú)立學(xué)院輔導(dǎo)員特征分析,S獨(dú)立學(xué)院輔導(dǎo)員激勵(lì)機(jī)制實(shí)證研究,S獨(dú)立學(xué)院輔導(dǎo)員激勵(lì)機(jī)制再設(shè)計(jì)及結(jié)論與展望等六部分。 本文的第五部分是重點(diǎn)章節(jié)。主要從設(shè)計(jì)思路；設(shè)計(jì)原則(即以人為本的原則、公平性原則、差異性原則、系統(tǒng)性原則、靈活性與穩(wěn)定性相統(tǒng)一的原則、可操作性原則)；激勵(lì)機(jī)制再設(shè)計(jì)(即薪酬激勵(lì)再設(shè)計(jì)、職業(yè)生涯激勵(lì)再設(shè)計(jì)、績效考評(píng)再設(shè)計(jì)、培訓(xùn)機(jī)制再設(shè)計(jì)、情感激勵(lì)再設(shè)計(jì)和環(huán)境激勵(lì)再設(shè)計(jì))三個(gè)方面進(jìn)行了闡述。 建立健全一整套獨(dú)立學(xué)院輔導(dǎo)員激勵(lì)機(jī)制并不是一蹴而就的,需要科學(xué)的激勵(lì)理論作為指導(dǎo),貼合的激勵(lì)措施作為抓手,現(xiàn)代人力資源的技術(shù)作為保證。S獨(dú)立學(xué)院在輔導(dǎo)員激勵(lì)機(jī)制建設(shè)的進(jìn)程中路漫漫,吾將上下而求索。
[Abstract]:The independent college is a new mode of running a school in the course of the popularization of higher education in our country, which makes full use of the existing and expanding new effective form of higher education resources. As a part of college teachers, independent college counselors play a very important leading role in the growth of students, but for a variety of reasons, Counselors in independent colleges often bear more pressure and responsibility than their peers or counselors in other colleges and universities, and their efforts are not proportional to their gains. There is an urgent need for an efficient and reasonable incentive system to strengthen the construction of the contingent. Although S College has made some explorations in improving the incentive mechanism for counselors, it is not systematic and scattered, and can no longer meet the needs of the development of the college at the present stage. Therefore, it is very important to redesign a set of incentive mechanism suitable for S independent college. The main chapters of this paper are introduction, definition of relevant concepts and theoretical interpretation. An empirical study on the incentive Mechanism of the counselors in Independent Colleges; six parts: redesign, conclusion and prospect of the incentive mechanism of the counselors in the Independent College. The 5th part of this article is the key chapter. It is mainly from the design thought, the design principle (namely, the people-oriented principle, the fairness principle, the difference principle, the systematic principle, the flexibility and the stability unification principle, The principle of maneuverability, the redesign of incentive mechanism (that is, salary incentive redesign, career incentive redesign, performance evaluation redesign, training mechanism redesign, emotional incentive redesign and environmental incentive redesign) are expounded. It is not easy to establish and perfect a whole set of incentive mechanism for independent college counselors. It needs scientific incentive theory as guidance and appropriate incentive measures as grasp. The technology of modern human resources as the guarantee of. S independent college in the course of counselor incentive mechanism construction is a long way, I will look up and down.
【學(xué)位授予單位】：南京農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647.2

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